Guide · Mental health
Mental health at work: practical actions for HR
A relaxation course can be helpful. A sustainable approach also needs clear tasks, reliable collaboration and appropriate support. This guide helps plan your next workplace steps.
Quick answer
How can companies support mental health?
Companies can identify and change stressful working conditions, train managers in supportive approaches and provide voluntary activities. The WHO identifies organizational interventions, training and individual support as distinct approaches. A useful workplace plan names tasks, owners and review dates. Digital activities can complement it; they do not take over work design or professional treatment of mental health conditions.
Connect working conditions with personal support
The WHO describes risks including excessive workloads, unclear roles, limited control and lack of support. A stress management activity alone does not change these conditions. Name workplace improvements and personal support separately in the plan.
Organize work
Planning example: a team faces several urgent tasks at once. First agree who sets priorities and how conflicting requests are resolved.
Involve managers
Team discussion example: which tasks can we complete in the available time? Which decisions or support are missing? Record the changes agreed.
Make activities accessible
Voluntary activity example: schedule a workshop at accessible times and communicate a confidential contact for further concerns.
Which action fits which starting point?
These pairings are editorial planning examples. Review them with employees and relevant specialists. The table does not diagnose or assess individual employees.
| Observation at work | Next organizational step | Possible complement |
|---|---|---|
| Conflicting requests and constantly changing priorities | Clarify decision routes and task order | Discussion format for the team and managers |
| Regular interruptions during focused work | Discuss availability, handovers and shared working rules | Voluntary workshop on work organization |
| A wellbeing activity reaches only office staff | Adapt timing and communication for other roles | Digital content or repeated sessions |
| Employees do not know where to raise concerns | Explain contacts and confidentiality clearly | Information from appropriately qualified specialists |
Start with a manageable plan
An editorial starting point for HR: choose one specific organizational question with the team. Frame it around a possible change, such as who prioritizes during demand peaks or how information is handed over between shifts. Broad goals such as “more resilience” are difficult to turn into tasks without this context.
Assign an owner and review date. Document the agreed change, affected group and question you will use to assess whether the new process works in practice. At the next discussion, decide whether to adjust it, continue or try another approach.
Plan a voluntary complement if there is interest, such as a workshop, accessible course or relevant digital content. Communicate separately which processes the company is changing and which activities individuals can choose. This keeps organizational responsibilities clear.
- Record a specific workplace question
- Involve employees and relevant specialists
- Name an owner and review date
- Plan organizational tasks and voluntary activities separately
- Collect process feedback and document the next decision
What role do FIT-UP, HRV and digital content play?
The modular FIT-UP platform includes mental wellbeing content, a digital Mental Health Coach and communication for activities. On-site formats and the existing HRV service can complement it within the agreed scope. Product pages explain the features and services available.
Discuss three practical questions: can the intended people access the activity? Who answers organizational questions? How will its purpose be explained? Then choose the modules you actually need and identify tasks that remain internal or require professional support.
HRV does not diagnose a mental health condition. A digital tool is not therapy or emergency care. Individual health concerns need appropriate professional contacts; an HR project report should not use personal conversations or health measurements to assess employees.
Questions for reviewing your plan
Simple organizational questions help: was the agreed task completed? Is the decision maker known? Can all intended groups access the activity? Which dates or communication routes need changing? These questions assess delivery, not an individual’s mental health.
Separate observed use, process feedback and assumed health effects in reporting. More course bookings initially show more use. A change in absence alone does not show which activity caused it. Agree before launch what your team can reliably assess.
Scope and limitations
- This guide supports workplace planning and provides no individual diagnosis or therapy recommendation.
- A wellbeing app and voluntary courses do not replace necessary professional assessment or changes to stressful working conditions.
- HRV measurements, app use and challenge results do not diagnose an employee’s mental health.
Frequently asked questions
Is a stress management course enough for workplace mental health?
A voluntary course can be part of the program. Also review which tasks, processes or conditions need changing and who is responsible.
How can I start without a large program?
Choose a specific organizational question, involve the team and agree a task, owner and review date. Add a voluntary activity where appropriate.
Can an app diagnose mental health?
The FIT-UP Mental Health Coach is not a diagnosis, therapy or emergency service. Individual health concerns need appropriate professional contacts.
How does this guide differ from the HRV service?
The guide supports planning work organization and activities. The HRV pages explain a specific screening and its limitations. An HRV measurement does not assess someone’s mental health.
Explore related insights
Sources
- WHO: Mental health at work — working conditions and support
- GKV-Spitzenverband: Prevention guide and workplace health promotion
Published by FIT-UP GmbH, Linz, Austria — a Corporate Health platform provider for organizations in Austria and Germany. Last updated: 2026-10-04.
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